Making Connections Count: The Power of Employee Referrals

From the referred candidate to the company they’re hoping to join, employee referrals are a win for all parties involved.

Referred candidates benefit in the following ways:

• • Valuable insight. Candidates can gain insight into company culture and job expectations from the employees who referred them.
  • Positive impression. Being referred tells the employer that someone within the company already respects the referred candidate’s skillset.
  • Immediate network and sense of belonging. Referred candidates usually integrate into their teams and adapt more easily, since they have a built-in support system, easing the transition.
  • Better job fit. We are committed to providing a fair, equitable selection process for all candidates. Part of that process involves conversations about career goals and finding the right place on our team. Referrals sometimes expedite that process, resulting in better alignment with long-term career aspirations, which is likely why referred candidates are four times more likely to be hired than other candidates. This helps to increase employee work satisfaction and stability.

Employee referrals not only save human resources time and money on recruitment advertising and agency fees, but referred employees often align well with their company’s values, work ethic, and job requirements. The icing on the cake is that referred employees decrease turnover, as studies reveal that after two years, retention rates remain at 63% for referred employees versus 39% for non-referrals.

Dave Albright, CIH, CSP, is another great example of the power of employee referrals, as he successfully tapped into his network more than 30 years ago when he was referred by a former employee.

Dave’s career advancement journey started in 1989 when he joined the firm as an environmental scientist/industrial hygienist conducting environmental assessments and workplace chemical exposure evaluations. After holding a few different safety-related positions in the last few decades, Dave now serves as corporate health and safety director, continuing to shape a work culture with safety at the forefront.

We use the phrase “referral ripple effect” to describe the trend where our employee referrals create a chain reaction. An employee refers a candidate who becomes an employee who refers yet another candidate, and so on. This happens quite a bit at our firm and is a large part of why we’re home to the best and brightest in the industry.

There is opportunity for all candidates to connect with our employees eager to attract talent for open positions. Here are some tips to help:

• Learn about the company. Familiarize yourself with the firm’s vision, mission, values, and projects to ensure your interests align with the organization and its goals.
• Showcase your skills and experience. Update your social media profiles, specifically LinkedIn, with your qualifications and develop a short pitch highlighting your relevant experience and skills, making it easier for an employee to refer you.
• Network and build meaningful connections. Interact with current employees, both online and offline. Attend events and webinars hosted by the company, connect on LinkedIn, participate in professional organizations, and engage in industry-related conversations to meet employees and build professional relationships.
• Express interest. Contact current employees on LinkedIn or during networking events and communicate your interest in opportunities at the company.

The benefits of employee referrals go beyond employment; they build thriving, cohesive workplace communities.

Interested in joining GFT? Reach out to our employees, learn more about our culture, and explore our job openings here and here. Every connection counts in shaping a successful career path!